Name: Zuhaib Ahmad.

Rollno:53
Sub: Hrm.
MBA 2nd sem

Apple inc.
Introduction:

Apple Inc. is an American multinational technology company headquartered in

California.

It designs, develops, and sells consumer electronics, computer software, and online
services.

Its products include the iPhone smartphone, the iPad tablet computer, the Mac
personal computer, the iPod portable media player, the Apple Watch smartwatch,
and the Apple TV digital media player.

Apple was founded by Steve Jobs, Steve Wozniak, and Ronald Wayne in April 1976
to develop and sell personal computers..
Recruiting the right people is the very first step is building a lasting
relationship with customers. The Apple recruitment strategy is effective in
identifying the right candidates who will make the desired impact on your
customers and contribute positively to the customer experience.

Recruitment and selection process of APPLE INC.

#1. Pre-Recruitment
Before Apple announces a vacancy for a position, a clear job
description is written out, along with details of the job like the salary range
and required skill set. After this is completed, the Human Resources
department announces open positions and creates recruitment ads.
The job description is then circulated to over 300 agencies including
universities, traditional media houses, and online media. Having a clear
detailed job description eliminates ambiguity, and increases chances of
having intended candidates apply for the job.

#2. Candidate Screening

After the application deadline has elapsed, Apple gathers completed
applications, and screens for candidates who meet the basic qualification
criteria specified in the job advertisement.

This process takes between 2-4 weeks. After the screening, successful
candidates will receive a phone call and are invited to a hiring event.

#3. Hiring Event

At the hiring event, Apple aims to meet and interact with the candidates to
ascertain if they have the personality and traits required to excel in the
company. Candidates will sit down with the senior staff of Apple
interviewing them. The Apple employees introduce themselves and each
candidate does the same so that everyone knows each other.

The candidates are allowed to interact freely with each other, and with
Apple employees, while the recruiters make keen observations of how they
interact with people, answer or ask questions and react to various
happenings during the event. At the end of this event, Apple will weed out
candidates who didn’t exhibit the desired traits and personality. The
remaining candidates are then moved to the next stage. Here’s how an
Apple employee describes her experience at a hiring event

#4. Interview
Candidates who are successful at the hiring event will be invited for an
interview. This could be a 1-on-1 interview or a group interview with other
candidates. Candidates in a group interview might be required to
 participate in role-playing activities, acting out various scenarios between
an employee & customer.

The scenarios could range from customers making an inquiry to handling

an irate customer and even giving support to customers on basic issues.

At this stage the Apple recruiters do not just want to know how much the
candidates know about Apple, they have a keen interest in understanding
the candidates: their personalities, hobbies, aspirations and how they
think. Candidates can be asked questions such as –

 What are your strengths and weaknesses?

 Why should we hire you?
 What would you say to a customer who wants to sync photos from
their iPhone to a computer?
Again, candidates who do not meet the Apple recruiters’ expectations are
weeded out, and the rest are moved to the next stage.

#5. Second Interview

Successful candidates from the 1st interview, are invited for individual
interviews, occasionally, there might be one or two other candidates who
will also be interviewed, but the number is usually a handful at this stage.
The questions at the stage are usually a bit harder and would require some
thinking before you answer. At this stage, candidates could be asked
questions like:

 Tell me about a time when you had to think out of the box to solve a
customers problem
 Tell me about a time you went above and beyond for a customer  
 Name a time you had to deal with an impossible customer, how did
you handle it?
The candidates might also be asked to come for the interview in an
informal attire, which the recruiters will also use to evaluate them. After this
stage, successful candidates are invited for yet another interview.
6. Third Interview
Candidates will be invited for another interview, this time with the head
manager/high-level manager. The interview is similar to the last one,
although the questions might get more technical. Candidates can be asked
questions about Apple products, the differences between the iOS and other
smartphone operating systems or questions about the latest Apple product.

The questions could also get personal, the candidates can be asked about
their passions and ambitions, this is to evaluate their personalities and
understand what makes them tick.

#7. Background Check

Candidates who succeed in the last interview will undergo a background
check before they are made an offer by Apple. The candidate’s references
(Academic, Work, personal etc) are contacted by the hiring manager to
complete the candidate reference check. The candidate’s law enforcement
records are also checked to ensure they have no criminal past that might
become a problem when employed.

Candidates who have no issues during this stage are contacted and given
an employment offer by Apple. For those candidates who don’t succeed,
they are still contacted and informed about the company’s decision to move
on with other candidates.

Apple pays more attention to how the candidates talk and respond to
questions, than what the candidates know. They believe candidates can be
taught about technology but can’t be taught to be confident, nice to
customers, or think creatively. They understand that not everyone has the
attitude and passion to deliver great service.

Here's What Apple Teaches Employees In Its Ultra-Secretive

Internal Training Program

The first rule of Apple University is you don't talk about Apple University.

The second rule of Apple University is you don't talk about Apple University.

The program is similar to Google's forward-thinking curriculum, though more

secretive and full of fine arts metaphors. 
(Apple's internal training program) is highly secretive and rarely written
about," the Times reports. "Apple employees are discouraged from talking
about the company in general, and the classes are no exception."

But having navigated that web of secrets, here's what about Apple University: 

It's elite.

The training goes on year-round at company headquarters in Cupertino. There

are full-time instructors from Yale, Harvard, Stanford, and other top
schools. Joel Podolny, once the dean of the Yale School of Management,
designed the course at Steve Jobs' request. 

It teaches you how Apple makes business decisions. 

In one course you analyze Apple case studies, like the decision to make iTunes
and the iPod compatible with Windows.

"This was a topic of fierce debate among executives," the Times reports. "Mr.
Jobs hated the idea of sharing the iPod with Windows, but he eventually
acquiesced to his lieutenants. It turned out that opening the iPod to Windows
users led to explosive growth of the music player and the iTunes Store, an
ecosystem that would later contribute to the success of the iPhone."

It teaches you how Apple communicates.

In one class about how Apple crafts its message, an instructor showed a slide
of Pablo Picasso's "The Bull," a series of 11 drawings by the Spanish artist. The
first plate is full of hooves, horns, and other details; the last is an abstraction,
though still a bull. 

It shows you what makes Apple, Apple.

In a course called "What Makes Apple, Apple," students are shown the remote
for Google TV and the remote for Apple TV.

The Google remote has 78 buttons. The Apple remote has three. 

The difference in product comes from a difference in how teams are run

How did Apple's designers decide on three buttons? They started out with an
idea, Mr. Nelson explained, and debated until they had just what was needed
— a button to play and pause a video, a button to select something to watch,
and another to go to the main menu. — a button to play and pause a video, a
button to select something to watch, and another to go to the main menu.
The Google TV remote serves as a counterexample; it had so many
buttons,because the individual engineers and designers who worked on the
project all got what they wanted. But, Apple's designers concluded, only three
were needed.

It reminds us of an organizational maxim called Conway's Law: "Any

organization that designs a system ... will produce a design whose structure is
a copy of the organization's communication structure."

At Apple, it's slick. 

2.Infosys

About Company :

Infosys Limited (formerly Infosys Technologies Limited) is an Indian multinational corporation

that provides business consulting, information technology and outsourcing services. It has its
headquarters in Bengaluru, India. Infosys is the second-largest Indian IT services company by
2016 revenues. On January 12, 2017, its market capitalisation was $34.38 Billion.
In 1981, seven engineers started Infosys Limited with just US$250. From the beginning, the
company was founded on the principle of building and implementing great ideas that drive
progress for clients and enhance lives through enterprise solution

3.2 THE SELECTION PROCESS OF INFOSYS: 

Steps:
Initial screening of interviews:
Initial Screening is done on the basis of applicants and applications. A preliminary interview
is conducted so as to select the suitable candidate who can go through further stages of
interviews.
Normally for the posts of engineers degree cutoff is decided like say 60% on an average. If
the candidates do not meet the requirement they are rejected.
And for higher posts applications and applicants both play a major role in the screening
process. 

Completion of application forms:

Application form establishes the candidate’s general details like name, address, telephone
number, education, job- related training, work-experience with dates, company names, and
job details, professional or industrial involvement, hobbies and recreational pursuits.
The company establishes as many hypotheses about the candidate from the details
provided in the application form. It then decides what areas of information it needs to
explore or investigate more specifically during the interview.

Company sees to it that no judgment is passed about the candidate based only at
this level. What drawn here is hypotheses and not conclusions.

Application forms are such framed that, they provide the necessary details to the
organisation without affecting the sentiments and feelings of the candidate. 

Recruitment Process :
Infosys conducts 3 rounds to recruit new employees.
 Online Test

 Technical Round

 HR Round

Online Test :
The online test for Infosys include questions from Quantitative ability, Reasoning and Verbal
Ability. The duration of the test is 95 minutes. Each section of the test i.e. Quantitative Ability,
Reasoning and Verbal Ability has specific time allocated to them and all questions of that
section needs to be completed in that specific period. The candidate can attempt questions in
any order in a particular section but cannot move among the sections which means that
candidate has to finish one section first and then he / she can move to other sections.

Technical Round :
The candidate who clear online test are advanced to Technical round. This round checks your
concepts and how sound you are technically. Questions will be be from different subjects. One
should be prepared with Data structures and Algorithms, DBMS, Operating System,
Networking, OOPs concepts and a programming language of your choice. Students from
branches other than CS should prepare basic concepts of their branch. Some tricky questions
might be asked.
HR Round :
This is the final round of the hiring process. Questions regarding your resume, job and
company might be asked with basic HR questions like ‘What are your Career Goals ?’, ‘Why
Infosys ?’ etc. They will check your communication skills, confidence and attitude. Be clear
and confident with your thoughts and you will ace this round easily.
Employment tests:
logical test
English test
Vocabulary
Reasoning
Essay writing
 
VARIOUS TESTS: 
Mental or intelligence tests:
They measure the overall intellectual ability of a person and enable to know whether the
person has the mental ability to deal with certain problems.

Mechanical aptitude tests:

They measure the ability of a person to learn a particular type of mechanical work. These
tests helps to measure specialized technical knowledge and problem solving abilities if the
candidate. They are useful in selection of mechanics, engineers, etc.

Intelligence test:
This test helps to evaluate traits of intelligence. Mental ability, presence of mind (alertness),
numerical ability, memory and such other aspects can be measured. It is taken to judge
numerical, skills, reasoning, memory and such other abilities.

Personality Test:
It is conducted to judge maturity, social or interpersonal skills, behavior under stress and
strain, etc. this test is very much essential on case of selection of sales force, public relation
staff, etc. where personality plays an important role. 

 
 
Graphology Test:
It is designed to analyse the handwriting of individual. It has been said that an individual’s
handwriting can suggest the degree of energy, inhibition and spontaneity, as well as disclose
the idiosyncrasies and elements of balance and control. For example, big letters and
emphasis on capital letters indicate a tendency towards domination and competitiveness. A
slant to the right, moderate pressure and good legibility show leadership potential.

Medical Test:
It reveals physical fitness of a candidate. Medical servicing helps measure and monitor a
candidate’s physical resilience upon exposure business hazards. 

Interview:
 
Formal Interview:
Interviews are held in the employment office in a more formal atmosphere, with the help of
well structured questions.  

Patterned Interview:
A patterned interview is also a planned interview, but it is more carefully pre-planned to a
high degree of accuracy, precision and exactitude. With the help of job and man
specifications, a list of questions and areas are carefully prepared which will act as the
interviewer’s guide.  
Non-directive Interview:
Here the interviewee is allowed to speak his mind freely. The interviewer has no formal or
directive questions, but his all attention is to the candidate. He encourages the candidate to
talk by a little prodding whenever he is silent e.g. “Mr. Ray, please tell us about yourself after
you’re graduated from high school”.
The idea is to give the candidate complete freedom to “sell” himself, without the
encumbrances of the interviewer’s question. 

Depth Interview:
It is designed to intensely examine the candidate’s background and thinking and to go into
considerable detail on particular subjects of an important nature and of special interest to the
candidates. For example, if the candidate says that he is interested in tennis, a series of
questions may be asked to test the depth of understanding and interest of the candidate.  

Stress Interview:
It is designed to test the candidate and his conduct and behavior by him under conditions of
stress and strain. The interviewer may start with “Mr. Joseph, we do not think your
qualifications and experience are adequate for this position,’ and watch the reaction of the
candidates. A good candidates will not yield, on the contrary he may substantiate why he is
qualified to handle the job.
What INFOSYS practice is that if interview is planned at 5pm, it will start candidate’s
interview at 6.30pm and watch the candidate’s behavior and stress level. 

Panel Interview:
A panel or interviewing board or selection committee interviews the candidate, usually in the
case of supervisory and managerial positions.  

Mixed Interview:
In practice, the interviewer while interviewing the job seekers uses a blend of structured and
structured and unstructured questions. This approach is called the Mixed interview. The
structured questions provide a base of interview more conventional and permit greater
insights into the unique differences between applicants.

Second Interviews:
Job seekers are invited back after they have passed the first initial interview. Middle or
senior management generally conducts the second interview, together or separately. More
in-depth questions are asked to the candidate and the employer expects a greater level of
preparation on the part of the candidates.  

Background Information:
INFOSYS requests names, addresses, and telephone numbers of references for the
purpose of verifying information and perhaps, gaining additional background information on
an applicant.
References are not usually checked until an applicant has successfully reached the fourth
stage of a sequential selection process.
Previous employers are preferable because they are already aware of the applicant’s
performance.
It normally seeks letters of reference or telephone references. The latter is advantageous
because of its accuracy and low cost. 
Physical Examination:
After the selection decision and before the job offer is made, the candidate is required to
undergo a physical fitness test. A job offer is, often, depends upon the candidate being
declared fit after the physical examination. The results of the medical fitness test are
recorded in a statement and are preserved in the personnel records.

Final Employment decision:

It is a final step. In this step company makes a very important decision. 
After all these processes follow up is done i.e., the selected person is induced and placed at
the right job. Training is provided on regular basis that is monthly, quarterly. These trainers
have the experience of about 15-20 yrs. In one batch there are 60 employees who are sent
to Bangalore for training.

4.2 Training and Development in Infosys

Training and development is mainly carried out in Infosys by its HR department. Currently
the whole company has more than 20,000 employees, and training and development has
always been a key function of all HR department in all branches. The company is willing to
provide excellent training opportunities for its employees. Though the leading department of
training and development in Infosys is its HR department, other departments also take part
in and collaborate with HR department. Training and development is carried out by HR
personals according to various requirements of different departments which are located in
different geographic locations. There are training and development specialists who are
responsible for certain training contents, such as technology, business knowledge, company
policies, marketing etc. HR department plans yearly training and development schedule
together with experts from other departments, and is responsible for carrying out these
training schedules.
Training courses in Infosys are presented by subject matter experts(SMEs) in the company
or by experts from other organizations and universities. Training specialists need to record
teachers’ performance during the training sessions. After training sessions, feedback from
employees are collected and analyzed, in order to better the quality and efficiency of the
company’s training programs.
The company creates its training policies which is part of the company’s HR policies. And
violation of training policies will be reported to the employee’s reporting manager. This
ensures the quality of training and development in Infosys.
Training and development plays an important function in Infosys’ daily operation and
strategy development. The HR department divides training and development mainly into four
levels. The first level is for senior management and candidate senior management; the
second level is for normal employees and normal managers; the third level is for first-line
sales personals; the forth level is for new hires and fresh graduates. According to the needs
and requirements of different levels, training sessions are designed by different teams.
Garavan, Costine, and Heraty (1995) notes that training and development (T&D)
encompasses three main activities: training, education, and development and that these
ideas are often considered to be synonymous. In Infosys, training and development can also
be view from these three parts:
1. Training: This activity is both focused on the job tasks that an employee currently handles.
It is usually conducted through the form of classroom training, on-the-job training, and
competition in Infosys.
2. Education: This activity focuses upon the jobs that an employee may potentially handle in
the future. Infosys provides books and self-pace learning courses for such activity, and
employees have more flexibility to study on their own paces and they can choose to learn
during work time or at weekends.
3. Development: This activity focuses on the activities that the organization employing the
individual. In Infosys, every new employee needs to attend the ‘New Hire Orientation
Development Program’ within the first three month after they are employed by the company.
Such activity helps new employees know about the corporate culture, policies, dress code
and so on and so forth.
At the end of each year, Infosys holds several lectures to summarize the whole training and
development programs in the passing year, identifying any problems and figuring out
solutions to these problems. This helps HR department better plan next year’s training
programs, thus helping the company achieve its short-term and long-term strategic goals.

3. Amazon:
About the company:

Amazon.com Inc. Is an American international electronic commerce company with headquarters in Seattle,
Washington, United States. It is the world's largest online retailer. Amazon.com started as an online
bookstore, but soon diversified, selling DVDs, VHSs, CDs, video and MP3 downloads/streaming,
software, video games, electronics, apparel, furniture, food, toys, and jewellery. The company also
produces consumer electronics notably the Amazon Kindle e-book reader and the Kindle Fire tablet
computer and is a major provider of cloud computing services.

Amazon recruitment and selection Process

The Amazon hiring process lasts for about one to three weeks and includes five to six rounds
for the candidate to go through. Amazon recruits candidates both on-campus and off-campus.
The on-campus placements are conducted at certain colleges/universities all over India like
the IITs and NITs.
Whereas in off-campus recruitment, anybody can apply online or through recommendations.

 
1. Application

The Amazon recruitment process begins with the application. The candidate should create a
profile and search for an appropriate job for them. The candidate can apply online and also
learn the process of application through the link given below. Resume or CV is not
mandatory for the applying candidates.

2. Interviews

There are multiple assessments and interviews conducted to analyze the performing capacity
of the candidates. The hiring committee is more cautious in dealing with the selection
process. The steps involved in the Amazon selection process are mentioned below.

a) Written / Online coding rounds

After proper evaluation of the candidate’s profile, the interview process starts with a written
test, which is conducted to assess the logical and technical skills of the candidate. The
Amazon test duration is 90 minutes.
 
Amazon Test Pattern

Number of
Section Content
questions

Aptitude,
programming,
Aptitude and
20 data structures, 
Technical
OS, networking,
DBMS

Algorithms and
Programming 2
data structures

Total 22

 
The written test is followed by the online coding round. The Amazon online test questions are
based on DBMS, operating systems, data structures, and algorithms.
 
b) Multiple telephonic rounds

During the first phone call, the HR or a senior member will ask basic questions on the
candidate’s projects and resume. The interviewer will check if the candidate is a good fit or
not.
 
c) On-site interviews 

The on-site interviews are the technical rounds of the Amazon interview process. The first
face-to-face on-site interview is an algorithmic round with two to four questions. The
frequently asked questions are on data structures, matrices, operating systems, and recursion-
based concepts. The next technical round is a bit harder than the previous round on similar
concepts.
 
 
d) HR/Hiring manager rounds

Hiring manager round is an intensive technical round, where candidates will be solving
problems on data structures, algorithms, and some tricky puzzles.
 
e) Bar-raiser round

The Amazon hiring process does not end with the HR round. The bar-raiser is the final and
the most crucial hurdle in judging the candidate’s placement. The bar-raiser is a supreme
recruiter who makes the best long-term hiring decision. By each hire, the bar-raisers ensure
that they raise the average Amazon employee's performance. The bar-raiser serves as the
objective adviser in evaluating the leadership principles of the candidate.
 

3. Review

The final process of Amazon recruitment is the review, which is a backstage process and lasts
for a few days. The Amazon HR committee works on every facet of the candidate's profile
and screens the best-suited candidates. Later this report is sent to a group of senior officials,
who decide on whom to hire for the job.